BUSI 1250 Lecture Notes - Lecture 6: Balanced Scorecard, Performance Appraisal, Career Development
Document Summary
The performance appraisal process five steps: define performance expectations and standards, provide ongoing coaching and feedback, performance appraisal and evaluation discussion, determine performance rewards / consequences, career development discussion. Performance appraisal - methods: graphic rating scale, forced distribution, critical incident, behaviourally anchored rating scale, management by objectives, technology-based. Four key domains are measured: financial, internal business processes, learning and growth, and, customer. Tracks and measures employee performance directly against an organization"s strategy and metrics. Performance feedback is (often) anonymously collected all around an employee. From supervisors, managers, subordinates, peers, and internal or external customers. Captures diversity of an employee"s role and contributions across an organization. Usually the feedback is more trusted by the recipient. Note the applications of technology in using 360 feedback. A valuable evaluation technique when used for formative purposes. Allows employees to reflect on their professional growth and development. Encourages employees to critique their past performance and reflect on where they want to set goals for improvement.
